\n Respond to the following in a minimum of 175 words:\n <\/p>\n
\n Read \u201cBan the Box: U.S. Cities, Counties, and States Adopt Fair Hiring Policies.\u201d\n <\/p>\n
\n Hear is the article below:\n <\/p>\n
\n BAN THE BOX: U.S. CITIES, COUNTIES, AND STATES ADOPT FAIR HIRING POLICIESby\u00a0Beth AveryAreas of expertise: Criminal Records and EmploymentREAD PROFILEby\u00a0Han LuAreas of expertise: Criminal Records and Employment, Workplace EquityREAD PROFILEPREVNEXT\n <\/p>\n
\n Nationwide, 37 states and over 150 cities and counties have adopted what is widely known as \u201cban the box\u201d so that employers consider a job candidate\u2019s qualifications first\u2014without the stigma of a conviction or arrest record. Borne out of the work of\u00a0All of Us or None, these policies provide applicants a fair chance at employment by removing conviction and arrest history questions from job applications and delaying background checks until later in the hiring process.\n <\/p>\n
\n This resource guide documents the numerous\u00a0states\u00a0and\u00a0localities\u00a0that have taken steps to remove barriers to employment for qualified workers with records. A\u00a0chart\u00a0summarizing all state and local policies across the nation appears at the end of this guide.\n <\/p>\n
\n The federal government embraced \u201cban the box\u201d for federal agencies and contractors.\n <\/p>\n
\n Support for fair-chance policies has gained momentum in recent years, with policies adopted at not only the state and local levels, but also by the federal government:\n <\/p>\n
\n 37 states, the District of Columbia, and over 150 cities and counties have adopted a ban-the-box (\u201cfair chance\u201d) policy.\n <\/p>\n
\n Representing nearly every region of the country, a total of 35 states have adopted statewide laws or policies applicable to public-sector employment\u2014Arizona (2017), California (2017, 2013, 2010), Colorado (2019, 2012), Connecticut (2016, 2010), Delaware (2014), Georgia (2015), Hawai\u2019i (1998), Illinois (2014, 2013), Indiana (2017), Kansas (2018), Kentucky (2017), Louisiana (2016), Maine (2021), Maryland (2020, 2013), Massachusetts (2010), Michigan (2018), Minnesota (2013, 2009), Missouri (2016), Nebraska (2014), Nevada (2017), New Hampshire (2020), New Jersey (2014), New Mexico (2010, 2019), New York (2015), North Carolina (2020), North Dakota (2019), Ohio (2015), Oklahoma (2016), Oregon (2015), Pennsylvania (2017), Rhode Island (2013), Tennessee (2016), Utah (2017), Vermont (2016, 2015), Virginia (2020, 2015), Washington (2018), and Wisconsin (2016).\n <\/p>\n
\n Extending fair chance policies beyond government employment to the\u00a0private sector\u00a0is a crucial step toward ensuring that people with records have a fair chance at employment in the majority of jobs. Numerous states and localities have taken further action by banning the box for government contractors and private employers.\n <\/p>\n
\n 15 states and 22 cities and counties extend their fair-chance laws to private employment.\n <\/p>\n
\n Four-fifths of the U.S. population lives in a jurisdiction that has banned the box.\n <\/p>\n
\n More jurisdictions are also adopting policies that do more than \u201cban the box\u201d by removing the conviction history question from job applications. Many incorporate the best practices set forth in the\u00a02012 U.S. Equal Employment Opportunity Commission (EEOC) guidance\u00a0on the use of arrest and conviction records in employment decisions. Others adopt innovative strategies such as\u00a0targeted hiring. Robust\u00a0fair-chance hiring laws\u00a0delay records-related inquiries until after a\u00a0conditional offer\u00a0of employment and ensure a fairer decision-making process by requiring employers to consider the job-relatedness of a conviction, time passed, and mitigating circumstances or rehabilitation evidence.\n <\/p>\n
\n Tallying up the population of the states and localities that have adopted a fair-chance law or policy, over 267 million people in the United States\u2014more than four-fifths of the U.S. population\u2014live in a jurisdiction with some form of ban-the-box or fair-chance policy.\n <\/p>\n
\n Fair-chance policies benefit everyone, not just people with records, because they\u2019re good for families, local communities, and the overall economy. At an\u00a0event\u00a0in Oakland for employers to discuss reentry issues, one business owner spoke to the personal benefit of hiring people with records. \u201cI\u2019ve seen how a job makes all the difference,\u201d says Derreck B. Johnson, founder and president of Home of Chicken and Waffles in Oakland. \u201cWhen I give someone a chance, and he becomes my best employee, I know that I\u2019m doing right by my community.\u201d\n <\/p>\n
\n Are you looking to support a state or local effort to enact or strengthen a fair-chance policy? Check out NELP\u2019s\u00a0Fair Chance \u2013 Ban the Box Toolkit, which provides a step-by-step guide for advocates desiring to launch a ban-the-box campaign. Embedded in the toolkit is a range of resources to help draft a law, build your network, support your outreach, and develop your media plan. Here are just a few of those NELP resources:\n <\/p>\n
\n Please visit\u00a0NELP\u2019s \u201cfair chance licensing\u201d webpage\u00a0for information on the related topic of unfair occupational licensing restrictions that can bar people with records from entire professions before they submit a single job application.\n <\/p>\n